It’s that time of year. Organizations are reflecting on annual business goals and planning for the year ahead. Learning and development (L&D) is no different. L&D teams are busy setting goals and securing the budget to deliver effective training programs that will enable their organizations to reach their business goals.
Staying at the forefront of change has become an added responsibility of L&D professionals. Understanding the state of the industry and how this may impact your employees and bottom line is integral to running a great training organization.
Training Industry, Inc. takes a vested interest in analyzing the current business landscape to help training professionals map their goals and objectives for the coming year. This issue of Training Industry Magazine examines trends that we predict will impact the future of L&D and that should be considered as we enter 2020 – from using crowdsourcing to broaden the resources available to your learners at the point of need to applying design thinking for creating learner-centric solutions to curating and vetting our talent needs as carefully as we do when faced with selecting the right technology.
We are seeing a major shift in how business is conducted. The nature of work is changing with more employees opting for a less traditional work experience. From remote workers to contract employees, training organizations are challenged with delivering learning experiences that meet the needs of employees located both inside and outside of the organization.
As technology continues to evolve and simplify business processes, there is a growing concern regarding which jobs will become obsolete and which skills are necessary to succeed in the changing market. Soft skills like creativity and problem-solving are critical for developing innovative solutions that propel the organization forward. High-performing organizations will continue to invest in soft skills training to untap the creative potential of their employees and leverage their talent in innovative ways.
Today’s organizations must be agile and creative. This requires employees who are prepared for the future of work, and those employees require effective training programs. L&D must take the time to understand the needs of their workforce and upskill, reskill or hire new talent when necessary.
As you read through the collection of articles in this magazine, consider how these ideas and approaches may be implemented in your organization. We want to encourage a healthy dialogue around the challenges and opportunities that are influencing the business of learning. It’s an exciting time to be in the training space, and we would love to hear your thoughts on the topics that you see influencing the industry.